Proactive Risk

Employee Handbook

Effective Date: February 17, 2026
Applies To: All Employees of Proactive Risk

1. Welcome and Company Overview

Welcome to Proactive Risk. We are an information technology services provider focused on delivering proactive, secure, and reliable IT solutions to our clients.

This Employee Handbook is intended to provide an overview of our workplace policies, employee expectations, and employee rights and responsibilities under applicable federal and New Jersey law.

2. Employment Relationship (At‑Will Employment)

Employment with Proactive Risk is at‑will. This means that either the employee or Proactive Risk may terminate the employment relationship at any time, with or without cause, and with or without notice.

Nothing in this handbook creates a contract, guarantee, or promise of continued employment. Only a written agreement signed by an authorized representative of Proactive Risk may modify the at‑will relationship.

3. Equal Employment Opportunity

Proactive Risk is an equal opportunity employer. We do not discriminate against employees or applicants on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, ancestry, age, disability, pregnancy, military or veteran status, or any other characteristic protected by federal or New Jersey law.

4. Anti‑Harassment, Anti‑Discrimination, and Anti‑Retaliation

Harassment, discrimination, or retaliation of any kind is strictly prohibited. This includes verbal, physical, visual, or electronic conduct that interferes with an individual’s work environment or creates an intimidating, hostile, or offensive workplace.

Employees who believe they have experienced or witnessed harassment, discrimination, or retaliation should report the concern promptly to management. All reports will be investigated promptly and fairly. Retaliation against any employee who makes a good‑faith report or participates in an investigation is prohibited.

5. Work Hours, Breaks, and Timekeeping

Standard Workday

A standard workday consists of eight (8) paid hours.

Breaks and Meal Periods

For a full workday, employees are scheduled:

• Two (2) paid rest breaks of fifteen (15) minutes each
• One (1) unpaid meal period of thirty (30) minutes

Paid rest breaks are counted as hours worked.
The unpaid meal period is not counted as hours worked and must be taken free of all job duties.

Break times may vary based on operational needs.

Timekeeping

Non‑exempt employees must accurately record all hours worked. Working “off the clock” is strictly prohibited. Overtime must be approved in advance.

6. Wages and Overtime

Proactive Risk complies with all applicable federal and New Jersey wage and hour laws.

• Non‑exempt employees are paid at least the applicable minimum wage
• Overtime is paid at one and one‑half (1.5) times the employee’s regular rate for all hours worked over 40 in a workweek

Unauthorized overtime is prohibited but will be paid if worked.

7. Paid Holidays

Proactive Risk provides ten (10) paid federal holidays each calendar year when the holiday falls on a regularly scheduled workday:

If business needs require an employee to work on a designated holiday, holiday pay or alternate time off will be handled in accordance with company policy and applicable wage laws.

Eligibility for holiday pay may depend on employment status and length of service.

8. Paid Sick Leave (New Jersey)

Employees accrue paid sick leave in accordance with the New Jersey Paid Sick Leave Law:

• 1 hour of paid sick leave for every 30 hours worked
• Up to 40 hours per benefit year

Paid sick leave may be used for legally permitted purposes, including personal illness, care of a family member, or certain safety‑related reasons.

9. Other Leaves of Absence

Proactive Risk complies with all applicable leave laws, including but not limited to:

• Jury Duty Leave
• Military Service Leave
• Witness Duty Leave
• Pregnancy‑Related Accommodations
• Emergency Responder Leave
• Organ and Bone Marrow Donation Leave
• Whistleblower Protections

Employees should contact management with questions regarding eligibility or leave requests.

10. Lactation Accommodations

Employees who need to express breast milk will be provided reasonable break time and a private, non‑bathroom location, in accordance with state and federal law.

11. Remote and Hybrid Work Policy

Proactive Risk may allow employees to work remotely or in a hybrid arrangement based on job duties, performance, client requirements, and business needs. Remote work is not an entitlement and may be modified or revoked at any time.

Expectations

Remote employees are expected to:

• Maintain the same productivity and professionalism as on‑site employees
• Be available during scheduled work hours
• Attend required meetings
• Accurately record all hours worked (non‑exempt employees)

Workspace and Expenses

Employees are responsible for maintaining a safe, secure, and professional remote workspace. Proactive Risk does not reimburse home office expenses unless required by law.

Timekeeping

Non‑exempt employees may not work outside scheduled hours without approval, regardless of work location.

12. Use of Company Equipment and Systems

Company systems and equipment are provided for business use. This includes computers, mobile devices, email, networks, VPNs, cloud platforms, and remote access tools.

Limited personal use may be permitted if it does not interfere with work duties, compromise security, or violate company policy or law.

13. Information Security and Acceptable Use Policy

Because Proactive Risk provides IT services and handles sensitive client data, strict adherence to security standards is required.

Prohibited Activities

Employees may not:

• Share passwords or access credentials
• Bypass or disable security controls
• Install unauthorized software or hardware
• Access data or systems without authorization
• Store company or client data on personal or unapproved systems
• Use company systems for illegal, unethical, or offensive purposes

Data Protection

Employees must safeguard confidential and proprietary information. Any suspected security incident, data breach, or phishing attempt must be reported immediately.

Monitoring

Use of company systems may be monitored as permitted by law. Employees should have no expectation of privacy when using company systems or networks.

Failure to comply with security requirements may result in disciplinary action, up to and including termination.

14. Confidentiality

Employees are required to protect confidential company and client information during and after employment. Unauthorized disclosure of confidential information is prohibited.

15. Workplace Conduct

Employees are expected to behave professionally and respectfully. Unacceptable conduct includes, but is not limited to:

• Insubordination
• Harassment or discrimination
• Theft or misuse of company property
• Violence or threats
• Violation of security or confidentiality policies

16. Attendance and Punctuality

Reliable attendance and punctuality are essential. Employees must notify management as soon as possible if they will be late or absent.

17. Discipline

Proactive Risk may use progressive discipline but reserves the right to determine the appropriate corrective action based on the circumstances, up to and including termination.

18. Separation of Employment

Upon separation, employees must return all company property and systems access will be revoked. Final pay will be issued in accordance with New Jersey law.

19. Handbook Acknowledgment

I acknowledge that I have received and reviewed the Proactive Risk Employee Handbook. I understand that this handbook does not create a contract of employment and that my employment is at‑will.

Employee Name: ________________________
Signature: ____________________________
Date: ________________________________